This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labor Laws For Salaried Employees In Texas In Phoenix
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Phoenix
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US-002HB
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Salaried employees are not required by law to clock in and out. Because of this, the decision comes down to the employer. While some employers don't require them to, there are many benefits of having your salaried employees track their time.
Being salaried does not necessarily mean working 40 hours. As a salaried worker, you receive a fixed amount of payment regardless of the actual hours worked. While there are typically expected work hours, if you complete your tasks in fewer than 40 hours during a specific week, it is perfectly acceptable.
Specifically, effective July 1, 2024, the final rule increases the standard salary threshold under the EAP exemptions from $684 per week ($35,568 per year) to $844 per week ($43,888 per year). Moreover, effective January 1, 2025, this standard salary threshold will increase to $1,128 per week ($58,656 per year).
Minimum Salary Threshold: The new rule raises the standard salary level from $35,568 per year ($684 per week) to $58,656 annually ($1,128 per week).
Salaried employees in Arizona can work any number of hours as required by their job duties and employer expectations.
The 2024 Rule included three different increases. The first, which took effect on July 1, 2024, increased the minimum salary basis for an EAP exemption from the former level of $684/week ($35,568 annual) to $844/week ($43,888 annual).
Penalties for Wage Violations in Texas In Texas, employees with minimum wage or overtime claims can collect an additional sum called "liquidated damages." Liquidated damages are intended to compensate you for the delay in payment of your wages. You can collect 100% of your unpaid wages as liquidated damages.
Call 800-832-9243, 512-475-2670, or TDD 800-735-2989 (hearing impaired) if you need assistance. breakdown of the days and hours of work or complete the Wage Claim Form Attachment. If your address or phone number changes, it is your responsibility to notify the Wage and Hour Department in writing immediately.
Thus, PTO for salaried employees is determined by private agreements between the employer and employee rather than by state law. Employers must adhere to their regulations, though, if they provide PTO.
Even if no PTO is left, employers cannot deduct exempt salaried employees' entire salary in exchange for partial days off. Employers may subtract full-day absences from PTO balances, but partial days cannot.